As a recruiter, you probably already know that finding good candidates to fill the job positions you’re recruiting for is often ridiculously hard – and not to mention tedious. However, most of the trouble recruiters face is due to the fact that they still follow redundant recruitment strategies. And that’s no good when dealing with today’s decidedly fast-paced, modern, and tech-savvy candidates. Rather, what you need is a 40-40-20 sourcing plan in order to effectively recruit the best talent available for your job openings.
However, before we jump to what the 40-40-20 sourcing plan actually entails, let’s tackle what the usual problems are when it comes to the talent sourcing process:
The Factors Currently Limiting Your Sourcing Plan
1) Spending a Major Amount of Time on Job Postings:
Instead of focusing on referral candidates and social media networks to find prospective candidates, most recruiters still spend a major portion of their time, energies, and resources on finding candidates through job postings. And that simply doesn’t work in today’s scenario: Social media is where you’ll find the best candidates nowadays. Plus, your own network of connections often has the best sources of candidate recommendations for your job openings.
2) Focusing on Finding Higher Numbers of Potential Candidates Rather Than High-Quality Potential Candidates
Recruiters often think that having a higher pool of potential candidates to search through raises their chances of finding the best candidates for their job postings. However, having a high number of job candidates to pick from does not guarantees that you’ll find the kind of employees you’re looking for. In fact, you’ll many times find yourself wasting a lot of time and energy sifting through numerous candidates only to finally find maybe a few solid hires. And sometimes you’ll find none, which means that all the time you spend on that exercise was a waste.
Instead, recruiters would have much better luck in finding good hires if they concentrated on finding just a few high-quality candidates to sift through. In fact, in such a scenario, a recruiter might even have the fortune of being able to hire all those candidates they were looking for.
3) Allotting Less Time to Each Candidate:
Many recruiters believe their first impression of a candidate should decide whether or not that candidate is right for a post. In fact, there are a dozen seminars that even advises job seekers and students that the first 20 seconds of meeting a person is all anyone focuses on.
However, this is a redundant and impractical hiring practice. You won’t really know the potential of a candidate unless you spend a decent amount of time communicating with them. Sometimes, you’ll have interview sessions spanning days or weeks with a single candidate. But, depending on the post you’re hiring for, and considering that you’re looking for someone who will not only fill the post but also last a long time within that company, the time you take at this stage – to interview and assess and communicate with each candidate – will be well spent.
4) Asking a One-Size-Fits-All Set of Interview and Assessment Questions:
If one size truly fit all, most clothing and fashion companies would be out of business. However, that is exactly the kind of questions that most recruiters limit themselves to when they start interviewing and assessing potential hires. Understand that this is a dying practice, that preferably should have already died a long time ago.
Instead, focus on what the post you’re recruiting for actually entails. Consider the kind of candidate you want filling this post as well as the skills this candidate will need in this post. Then, keep an open mind and form your own questions from the very start of the process.
5) Using Generalized and Boring Job Postings:
Job postings are not the beginning and end of talent sourcing and recruiting – not by a longshot. However, that does not mean you can pay little attention to how it’s crafted. You will still get applications through these job posting. So you might as well make them effective enough to attract the kind of candidates you’re looking for in the first place. After all, you know now to craft effective interview questions. That same rule applies to job postings as well.
These are some of the major practices that are still limiting and obstructing most of the sourcing plans and strategies made by job recruiters. But once a recruiter identifies these setbacks and works around them, then their sourcing plan will have better chances of success.
Speaking of sourcing plans: After restructuring these redundant recruitment practices, recruiters should consider following the 40-40-20 sourcing plan in order to recruit the best talent available out there. Here’s what it entails:
40% of Recruitment Resources should be Aimed at Direct Sourcing:
A recruiter should spend 40% of his or her time and resources into finding direct sources to recruit from. Don’t try to find a 100 or more direct sources either; just around 15 to 25 of such sources will do. What you need to focus on with direct sourcing is the quality of the candidate: That is, you’re picking candidates that you know are qualified for the job and that they are the cream of the crop. And all you have left is getting a direct interview with these sources in order to confirm what you already know. Chances are likely that, if you get all of these 15 to 25 sources interested in the opening you’re offering, then at least 40% of them (if not all of them) will become hires.
40% of Recruitment Resources should be Aimed at Social Networks:
Spend 40% of your recruitment time checking out candidates that you can find through your own social networks. That way, not only do you know that such candidates are qualified, but you can also ask your own co-workers and connections whether they would recommend these candidates. Such candidates also have good chances to become hires.
20% of Recruitment Resources should be Aimed at Job Postings:
20% of your time as a recruiter is all you need to devote to job postings. However, ensure that these job postings are effectively described and that they are aimed at attracting the right kind of candidates for your job openings.